Comfortable being Uncomfortable with Race

Get comfortable: innovative, drama-based training to enable open cultural conversations around racism, prejudice and inequality.

“A creative and innovative way of discussing something that doesn’t always want to be discussed.”

In 2020, with the momentum of the Black Lives Matter movement following the killing of George Floyd, many organisations publicly pronounced their commitment to tackling systemic racism. There is much that can be done.

One place to focus efforts is encouraging and supporting employees in having meaningful, open cultural conversations about experiences of racism, prejudice, and inequality. To do this successfully requires everyone involved, especially team leaders and managers, to do their best to bypass the internal defence mechanisms we all have, manage emotions, and, in short, get comfortable being uncomfortable.

Our new training programme uses immersive, drama-based content to facilitate these healthy, collaborative conversations, challenge biases, and encourage participants to push themselves out of their comfort zones in order to build more inclusive working environments.

Learning Outcomes

As a result of participation, learners will:

  • Experience open and productive conversations about racism and inequality;
  • Explore the barriers to having open cultural conversations and the importance of bypassing our internal defence mechanisms or ‘fragility’;
  • Consider the power that comes with privilege and how that power can be shared through allyship;
  • Identify systematic and organisational discrimination;
  • Practice challenging inappropriate behaviours in a safe and supportive environment; and
  • Identify practical actions to create a healthier, more inclusive working environment.

The Programme

Our experiential and interactive training programme includes dramatised content (live and filmed) delivered by professional actors, alongside electronic voting, group exercises, and skilful facilitation. We offer either a half-day face to face workshop (F2F) or a circa two-hour livestream workshop (LS). It is designed to be delivered to up to 20 delegates (F2F) or 16 delegates (LS).

The programme consists of the following modules.

Module 1: welcome and explanation of purpose; getting to know each other, outlining aims and objectives, and establishing norms for the workshop.
Module 2: fragility; learners are encouraged to have open and productive conversations about racism and inequality. The importance of bypassing our internal defence mechanisms or ‘fragility’ is highlighted through a powerful live-action scenario.
Module 3: racism quiz and privilege; a live-polling quiz highlights the inequality that is still prevalent in society. Learners are asked to consider the power that comes with privilege and how that power can be shared through allyship.
Module 4: is racism someone else’s problem? Case studies are used to examine the power of both negative and positive stereotypes and discrimination. Focused group discussions prompt learners to consider times that they have experienced or contributed to inequality.
Module 5: identifying discrimination; a live-action scenario brings to life the subtleties of systemic discrimination. Learners are encouraged to take a closer look at their personal behaviour and working practices.
Module 6: the UK work force; a mix of official statistics and live polling is used to highlight the imbalance that exists within chosen UK sectors. Lack of BAME development is explored as well as the concept of dual discrimination.
Module 7: challenging racist behaviours; a powerful live-action scenario shows a fictional leader using inappropriate language and micro-aggressions. Learners work as a team to meet with our fictional character and challenge their behaviour.
Module 8: becoming anti-racist; acknowledging that remaining silent to discrimination only allows it to flourish in the long term. Learners are introduced to some practical tools for inclusion and encouraged to move away from the session with the desire to stop discrimination in its tracks.
Module 9: summary, action planning and evaluation; learners get the chance to discuss and recap their learning. Pledges are used to identify one or more practical actions they will take back in the workplace. The session closes with a series of electronic polls to evaluate whether the training met its objectives.


If you are interested in running this training programme in your organisation, or if you simply want to ask a question about it, hit the button to contact us or call +44 (0)1484 310234.

Contact Us

Our Clients Include

National Grid

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